Modern technology has revolutionized the hiring process. It has eased the stress involved in every step of the hiring process – from allowing access to candidates’ profiles to posting job openings on various platforms. Of all the technologies used within the recruitment process, Artificial Intelligence (AI) has emerged as the centerpiece tool. It is easy to understand why companies are extensively deploying AI to make the hiring process smooth and more efficient. AI not only cuts down many manual steps, thus reducing admin work, but it also adds more efficiency to the whole process.
However, not everyone agrees that AI is the ultimate solution to flawless recruiting. Many feel that AI is not yet capable of replicating a few crucial human elements involved in the recruitment process.
Here are a few pros and cons of using AI in recruitment. It will help you take a call on whether AI is the right way to hire new candidates for various job openings in your organization.
Pros of Using AI in Hiring
1. Reduces Chances of Human Bias
Keeping the hiring process free from human bias is important, but human traits can be tough to resist.
Data exclusively drives AI. It will not introduce any unwanted elements unless the intent is not present in the AI tool. Some may feel that data-driven assessment is a cold and mechanical process, but no one can deny that it is entirely impartial.
2. Makes the Hiring Process Faster
The time taken to recruit a candidate varies widely from one post to another. It also depends on the location, industry, and other aspects. AI can speed up recruitment by creating better job descriptions, matching applications with organization requirements, and screening candidates more accurately.
An extended recruitment process can be a costly affair. It also impacts other areas of work. If the process drags on, candidates need to look at other options or competitors do better.
3. Cuts Down HR Expenditure
Hiring new candidates is expensive. Quality talent acquisition involves the implementation of multiple steps, which can lead to increased costs of recruitment. Companies that use AI can not only speed up the process but also minimize various repetitive tasks.
Introducing AI tools into HR is expensive, too, but as the organization grows, it makes financial sense to automate rote tasks. It can make a significant impact on your ROI.
4. Minimize Talent Leaks
While hiring, companies focus on choosing candidates for specific openings where there are vacancies. Many organizations keep applications of candidates in their data system, but cross-matching doesn’t always happen. This limitation can result in talent leaks in which a candidate best suited for an alternative opening is lost.
Matching multiple candidates to various roles is a complex task, and that’s why cross-matching often goes on the back burner. By using AI, cross-matching can be done smoothly and faster as well. You will save the cost of hiring more HR for the purpose.
5. Boost the Efficiency of the Sourcing Process
The traditional hiring process depends extensively on job agencies or job boards. While this may save organizations time and money, AI tools can provide the same capabilities and more but with greater efficiency.
Cons of Using AI in Hiring
1. Specific Areas of Challenge Exist
The choice of employees is influenced to a significant level by the company culture in many countries and organizations. While AI can handle candidate analysis effectively, it may not be as effective in assessing individual candidates.
Some intangible aspects, such as company culture and values, are also considered. If an organization prioritizes these tangible areas of analysis, mismatches in these areas can still result in the hiring of inefficient candidates.
2. AI Industry Has A Lack of Transparency
AI algorithms from external sources are often used in the hiring process. Regrettably, AI tools also have proprietary elements like any other commercial product. Such tools can likely introduce hiring concepts that run contrary to the client’s culture.
3. AI May Impact Company Image
The attitude towards tech tools varies among different users. Some candidates may not agree with the idea of using high-tech tools for hiring and may not apply. Organizations may lose potential candidates because of such a perception. This may also create a poor impression of the brand among prospective employees. The message can spread quickly in the job market community, and it may become a huge challenge for organizations to counter that image.
Conclusion
Organizations new to the use of technology may find it tough to incorporate AI in the HR process. This could be because of the transient state of AI technology and the various regulations applicable to the industry. It is obvious that, at present, AI will not fully substitute human recruiters. Instead, AI must be seen as a powerful and valuable tool that can make the hiring process more efficient and less expensive.
